supervisory motivational strategies to improve productivity of construction workers by alvin graham

157 Pages·2016·1.5 MB·English

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SUPERVISORY MOTIVATIONAL STRATEGIES TO IMPROVE
PRODUCTIVITY OF CONSTRUCTION WORKERS

BY

ALVIN GRAHAM OPPERMAN

THESIS SUBMITTED IN FULFILLMENT OF THE REQUIREMENTS
FOR THE DEGREE OF MASTER TECHNOLOGY: CONSTRUCTION
MANAGEMENT
CAPE PENINSULA UNIVERSITY OF TECHNOLOGY

SUPERVISOR: DR RUBEN NDIHOKUBWAYO
CO-SUPERVISOR: DR GABRIEL NANI

BELLVILLE
AUGUST 2016
DECLARATION
I, Alvin Graham Opperman, declare that the contents of this thesis represent my own unaided
work, and that the content has not previously been submitted for academic examination towards
any qualification. Furthermore, it represents my own opinions and not necessarily those of the
Cape Peninsula University of Technology.

…………………………….… ……………………………………
Signed Date

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ABSTRACT
This research was carried out to assess the extent to which supervisory motivational strategies
can transform construction workers to perform higher levels of productivity. While worker
motivation has been proven to improve productivity globally, motivation was rarely implemented
in South African conditions. This study gauges the construction workers’ viewpoint on how
supervisory motivational strategies can improve worker productivity.
A pilot study was conducted in the initial stage of the study to gain more insight into the study. A
qualitative research approach was employed using a semi-structured questionnaire to interview
construction workers including bricklayers, plumbers, concrete workers, electricians and
earthworks workers. The interviews were done in Bellville in the Western Cape at two
conveniently selected construction companies. The data was analysed using content data
analysis. Most prevalent in the findings of this study is the fact that the workers agreed that a
lack of supervisory motivational techniques negatively impact their productivity. This information
was helpful in setting up the questionnaires for the main study.
A survey study approach was adopted in the main study. Purposive sampling was adopted to
gather data from construction workers.This research was conducted within the borders of the
Western Cape Province of South Africa. The findings revealed that motivational communication,
rather than functional communication, would enhance worker productivity. It was found that both
intrinsic and extrinsic rewards are needed to improve worker productivity. Also found was that
positive reinforcement techniques, rather than punishment techniques, should be used to
enhance worker productivity. However, the study revealed that there are significant differences
in age and qualification of workers in positive reinforcement.
The study therefore concludes that supervisory motivational techniques are necessary to
improve construction productivity on a construction site. It is recommended that supervisors use
motivational communication, extrinsic rewards, intrinsic rewards and positive reinforcement to
motivate their workers to achieve higher levels of productivity.

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ACKNOWLEDGEMENT
The success of this thesis is a product of the collective efforts of several individuals who
contributed in different capacities from beginning to completion of this work.
I express my profound gratitude to the following:
• My research supervisor, Dr. Ruben Ndihokubwayo, for his wealth of experience that
provided inestimable guidance and encouragement which ensured the success of this
work; my co-supervisor, Dr. Gabriel Nani, for his invaluable contributions.
• My colleague Ambrence Fisher, for her assistance in obtaining data from construction
companies employing CPUT students.
• The Department of Public Works, which assisted in data collection from its Contractor
Development Programme.
• My colleague and friend, Robin Fisher, for his guidance and encouragement through the
research process.
• The research coordinator of Construction Management and Quantity Surveying
Department, Mrs Zainu Mohamed, for the motherly role she played, for her
encouragements and supports in the course of the study.
• The Head of Construction Management and Quantity Surveying Department, Mrs Toni
Stringer, for providing a conducive learning and working environment during the course
of the study.
• The secretary of Construction Management and Quantity Surveying Department,
Charlene Daniels, and the staff of the Construction Management Department, for their
assistance and understanding.
• My reviewers, colleagues and friends, Fred Simpeh and Eric Simpeh, for their invaluable
inputs in this work.
• The Faculty of Engineering, for its invaluable support towards the success of this study.
• The proof-reader, who improved the quality of this research work.
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• Sports Skills for Life Skills programme, and advocate Nic Kok of the University of the
Western Cape, for their support towards my academic career.
• My fellow students, Tracy Wentzel, Solanke Bukola, Olusyi Adebwale, Ntombekhaya
Yokwana, Imisioluseyi Julius, Musa Ngqongisa, Sinomhlobo Lutya, and Vuyo Ngquba
for ensuring an enabling a collaborative study environment in the course of the study.
• My friends, Marvyn Dreyer, Charmin Liebenberg, Wesley van Wyk, Ezmund van Wyk,
Kelwyn Fouche, Lauren-Lee Visagie and Varcia de Koker for their encouragement and
support.

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DEDICATION
I dedicate this thesis to my mother, Susan Magdelene Opperman and my late farther, Peter
Jakobus Opperman

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LIST OF ABBREVIATIONS
CDP – Contractor Development Programme
CIDB – Construction Industry Development Board
CPUT – Cape Peninsula University of Technology
LRS – Labour Research Service

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KEY TERMS
Communication – keeping followers informed and being available to those whom you lead (van
Zyl, 2009: 181).
Extrinsic rewards – rewarding employees in monetary terms, for example promotions, fringe
benefits and salaries (Nicolaou, 1987:12).
Functional communication – is directed to the task-at-hand, where the supervisor directs work
but does not pause for any feedback signals from the employee (Hiam, 2003:37).
Goal – an aim or purpose towards which effort is directed (Rao, 2009:259).
Intrinsic rewards – rewarding employees in non-monetary terms, for example responsibility,
challenge and meaningful work (Nicolaou, 1987:12).
Motivational communication – is any communication that has the goal of stimulating
employees’ engagement by asking them to get involved in whatever they are thinking about
(Hiam, 2003:37).
Motivation – is a physiological and psychological drive to satisfy one’s needs (Nicolaou,
1987:20).
Positive reinforcement – focuses on reinforcing the desired behaviour, such as financial gain
or praise (Gonzalez, 1998:20).
Reinforce – to make stronger or more effective (Hiam, 2003:37).
Strategies – a plan of action designed to achieve a long-term or overall aim (Bussiness
Dictionary: Online).
Techniques – a way of carrying out a particular task (Oxford Dictionary: Online).
Productivity – the efficiency with which things are produced in large quantities (Gellerman,
1994:12).
Punishment – focuses on undesired behaviour, for example: withholding promotions, pay
increases and bonuses (Gonzalez, 1998:21).

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TABLE OF CONTENTS
DECLARATION .............................................................................................................................................. I
ABSTRACT ................................................................................................................................................... II
ACKNOWLEDGEMENT ............................................................................................................................... III
DEDICATION ................................................................................................................................................ V
LIST OF ABBREVIATIONS.......................................................................................................................... VI
KEY TERMS ............................................................................................................................................... VII
TABLE OF CONTENTS ............................................................................................................................. VIII
LIST OF TABLES ....................................................................................................................................... XV
LIST OF FIGURES .................................................................................................................................. XVIII
CHAPTER ONE ............................................................................................................................................ 1
INTRODUCTION ........................................................................................................................................... 1
1.1 BACKGROUND TO THE STUDY ................................................................................................................. 1
1.1.1 Communication ............................................................................................................................ 2
1.1.2 Rewards ....................................................................................................................................... 3
1.1.3 Reinforcement .............................................................................................................................. 4
1.2 PROBLEM STATEMENT ............................................................................................................................ 4
1.2.1 Sub-problems ............................................................................................................................... 4
1.3 HYPOTHESES ........................................................................................................................................ 5
1.4 AIM ....................................................................................................................................................... 5
1.5 OBJECTIVES .......................................................................................................................................... 5
1.6 CONCEPTUAL FRAMEWORK .................................................................................................................... 6
1.7 SIGNIFICANCE ....................................................................................................................................... 7
1.8 RESEARCH DESIGN ................................................................................................................................ 7
1.9 LIMITATIONS .......................................................................................................................................... 8
1.10 ASSUMPTIONS ..................................................................................................................................... 8
1.11 ETHICAL STATEMENT ........................................................................................................................... 8
1.12 CHAPTER OUTLINE ............................................................................................................................... 8
CHAPTER TWO .......................................................................................................................................... 10
LITERATURE REVIEW ............................................................................................................................... 10
2.1 INTRODUCTION .................................................................................................................................... 10
2.2 GLOBAL CONSTRUCTION INDUSTRY ....................................................................................................... 10
2.2.1 Worker motivational programmes .............................................................................................. 11
2.2.2 Linking rewards to performance ................................................................................................. 11
2.2.3 Reinforcing behaviour ................................................................................................................ 11
2.3 SOUTH – AFRICAN CONSTRUCTION INDUSTRY ....................................................................................... 12
2.4 ON-SITE SUPERVISION ......................................................................................................................... 13
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2.4.1 Defining construction supervisors .............................................................................................. 13
2.4.2 Levels of supervision .................................................................................................................. 14
2.4.3 Construction workers ................................................................................................................. 15
2.4.4 Motivating construction workers ................................................................................................. 16
2.4.5 Construction worker performance and motivation ..................................................................... 17
2.4.6 Levels of construction workers ................................................................................................... 17
2.4.7 Diversity of the workforce ........................................................................................................... 18
2.4.7.1 Age groups within the construction industry ....................................................................... 18
2.4.7.2 Education levels of construction workers ............................................................................ 19
2.4.7.3 Gender in construction ........................................................................................................ 20
2.4.7.4 Cultures in construction workers ......................................................................................... 20
2.4.7.5 Subcontractors in the construction industry ........................................................................ 21
2.5 PRODUCTIVITY..................................................................................................................................... 22
2.5.1 Construction productivity ............................................................................................................ 23
2.5.2 The benefits of productivity ........................................................................................................ 23
2.5.3 The supervisor’s role in productivity ........................................................................................... 23
2.6 COMMUNICATION AS A MOTIVATIONAL STRATEGY ................................................................................... 24
2.6.1 Functions of communication ...................................................................................................... 24
2.6.1.1 Controlling and coordinating group activities ...................................................................... 25
2.6.1.2 Motivating organisational behaviour through communication ............................................. 25
2.6.1.3 Expressing feeling ............................................................................................................... 25
2.6.1.4 Providing Knowledge .......................................................................................................... 25
2.6.2 Importance of communication .................................................................................................... 26
2.6.3 Construction supervisor communication methods ..................................................................... 27
2.6.3.1 The chain of command system ........................................................................................... 27
2.6.3.2 Direct contact system .......................................................................................................... 27
2.6.3.3 Group meetings ................................................................................................................... 27
2.6.4 Outlining the Communication process ....................................................................................... 28
2.6.4.1 Message .............................................................................................................................. 28
2.6.4.2 Sender ................................................................................................................................. 28
2.6.4.3 Receiver .............................................................................................................................. 28
2.6.4.4 Decoding ............................................................................................................................. 28
2.6.4.5 Channel ............................................................................................................................... 28
2.6.4.6 Noise ................................................................................................................................... 28
2.6.5 Feedback ................................................................................................................................... 29
2.6.6Hearing versus listening .............................................................................................................. 31
2.6.7 Communicating across cultures ................................................................................................. 31
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